Adiversityplanisdescribedas a company`sresponseto a multiplicity. An idealdiversityinitiativelooksat boththeinternalandexternalrequirementsof thebusinessin theaspectof diversityandresponds with a strategically alignedapproach.Goodplansare requiredto havea long-term anda short-term aim,in additionto veryspecificobjectivesandgoals.Furthermore,theplanshould effortlessly be measurableandtiedto a company`sgeneralbusinessobjectives.Whenitcomesto theimplementation of theinitiative,thewholeorganization– from thetopmanagementto thejuniorstaffshould be heldresponsibleforimplementingandtheoverall accomplishmentof it.Therefore,thispaperwill highlight andexpoundon theten goodpracticesforcomingup with an effectivediversityplanandhowitisappliedat theUniversity Wisconsin`s organizationPlan of 2008.
TenCommon Components of a Diversity Plan.
Comprehend the distinction between diversity and inclusion – these two words are known to cause confusion among many strategists hence the importance to understand the two differently and how they are applied. This also entails employing a multicultural personnel to enhance cohesion, creativity, and good workmanship.
Making inclusion a business case – indeed inclusion is a vital business issue. Once this is understood, its implementation ensures the all the staff are given equal opportunities to expand their capabilities and skills. Diversity improves the skill set of a company of most of its employees which increases its competitive plus.
The Top management should accept a personal responsibility for the proposed plan – It is vital for the business` whole team to should take the responsibility to make the project work. The task should not be left to the Human Resource department as its always the case.
Assess business needs and formulate a particular diversity plan – needs assessment, and prudent strategy establishment is highly essential at this stage. It is unwise to try just any other strategy. Needs evaluation should be a time bound exercise.
Identify its importance to the employees – all personnel should perceive this new development as a step ahead for the company. The emphasis should be on supporting the development of all employees.
Shared Responsibility – blame should be shared and not individualized. This ensures efficient solutions to conflicts and enhances productivity.
Setting of vivid expectations and a system of responsibility – expectations should be explicitly set to enable everyone to understand their roles in the implementation. Each position in the company should be clearly defined.
Create actions to evaluate progress – this enables that the development of the plan is traced to ensure full compliance by the enterprise.
Create a far-reaching plan – diversity should be the core of a business` staff development program. Emphasis should be put in the hiring of employees.
Provide adequate resources and suitable infrastructure – human and financial resources recommended should be availed in time. It is also vital to develop appropriate infrastructure that includes all the necessary steps to be taken in establishing the plan.
UniversityWisconsin`s OrganizationPlan of 2008
Onreviewingthediversityof theUniversity of Wisconsin`s planof 2008, itis evidentthattheabovestepshavebeenfollowed.Theinstitutionhas establisheda studentrecruitment planthat aimsat equalityin theconsiderationof applicationsfrom prospectivestudents.Thisaimsat increasingthenumberof schoolgraduatesof colorwhoapply.Second,theyaimat encouragingearlypartnershipswith youngstudentsandtheir parentsorguardians.Third,theyintendto bridgethegapin educationsuccessby bringinggraduationandretentionlevels forlearnersof color.Anotherobjectivecontainedin theplanis thatof increasingthefundsforfinancialaidavailableto poorstudentsandbringdown their dependenceon expensiveloans.Theschoolintendsto hiremoremembersof thefacultyacademicpersonnelcater to thisincreasein studentnumbers.Moreimportantly, theschoolis strivingto fosteran enabling environmentthat improveslearningandrespectforethnic andracialdiversity.Finally,theinstitutionis keenon enhancingits accountabilityof theplanamong its employees.
Alltheseobjectivesare in linewith theabovesetstandards.First,theinitiativedetailstheareato beimprovedwhich is to increasethenumberof studentswith color.Furthermore,theplanhas highlighted theinfrastructureneededto implementall thesetobjectivesconfigured to enhancetheschool`sappealto thepublicandthestudentsalike.By involvingtheemployeesin theplan,theyhavefulfilledone of thefundamentalprinciplesof an idealdiversitypolicywhich requiresallstaffto be partandparcelof thechangesproposed.
Andresen,M. (2007). Diversity learning, knowledge diversity and inclusion:Theory and practice as exemplified by corporate universities. EqualOpportunities International,26(8),743- 760.